Coaching and mentoring have become part of the public conversation over the past five years. Both types of interventions now have a significant place in the people development plans of large organisations, while start-up founders, (and those of us looking for growth or change) increasingly seek support from a mentor or coach.
Mentoring or Coaching?
Coaching and mentoring have become part of the public conversation over the past five years. Both types of interventions now have a significant place in the people development plans of large organisations, while start-up founders, (and those of us looking for growth or change) increasingly seek support from a mentor or coach. Both are highly effective methodologies designed to effect change in our lives and our careers, yet they are often misunderstood. In fact, there are clear differences between the two approaches and outcomes. Here we answer frequently asked questions about the differences between mentoring and coaching:
What is the definition of coaching and mentoring?
What are the similarities and differences of coaching and mentoring?
What is an example of mentoring?
What is an example of coaching?
Mentoring
In a mentoring relationship, the mentor will share their knowledge, skills and experience to help their mentee evolve and effect change in their life. While the goals and topics are selected by the mentor and mentee together, the client gains insight from the experiences the mentor has witnessed throughout their career, whether it is a tricky business case that needs to be built, a re-organisation that needs finessing growing a company, leading or managing people, or work-life balance issues.
Mentors are on tap to explain what they did in the same situation and the tools they used to get the job done. This can also be personal support, such as stepping into a new role or leadership position, struggling with imposter syndrome or looking for strategies, tools and other resources that support specific challenges.
Traditionally, mentoring relationships last longer than coaching engagements. While coaching should be for a limited number of sessions to resolve a specific issue, mentoring tends to be a longer engagement for ongoing support.
You should expect your mentor to have significant business experience and knowledge, as well as a substantial network of people, alongside good listening skills, and the ability to challenge, converse and debate.
Work with a mentor if …
You need specific expertise, knowledge, and resource
You are in a management or leadership position and need support from someone with experience at a senior level of leadership
You need a confidential and trusted sounding board to discuss and brainstorm issues that are surfacing in your business or career
Your challenge does not cross boundaries into trauma or psychological issues
‘Gina has helped me to develop confidence and trust in my decision making as a leader. Providing invaluable support, guidance, and willingness to share her own experiences, has helped me to navigate my own challenges. I feel extremely grateful to have a wonderful, understanding and encouraging mentor.’
— Amy Miles, Head of Operations, Actisense
Coaching
A coach provides guidance to a client on their goals and helps them reach their full potential. In coaching, as in mentoring, the client defines the goals to be achieved, but there the similarities end. In coaching, the coach is there to help the client to find the answer to their challenges but does not give advice in the process. The coaching intervention believes the person being coached intrinsically knows the answer and will identify it during the process. During a coaching conversation, the coach will ask a series of questions designed to encourage the coachee to explore their reactions thus far, develop new ideas.
You should expect your coach to be trained and preferably be accredited by one of the three global accrediting bodies, the Association for Coaching, European Mentoring and Coaching Council and the International Coaching Federation.
Work with a coach if …
You need a confidential space to explore a specific challenge or issue
You need to be challenged on your assumptions
You need short term support in exploring a specific issue at work
Your challenge does not cross boundaries into trauma or psychological issues